This article was co-authored by Stephanie Bender, DA, MA, LMHC.

Misconceptions, Risk Factors, and How You Can Help

The military suicide rate has gradually increased over time. Among active-duty members, the suicide rate per 100,000 significantly rose from 2015 (20.3) to 2020 (28.7). Most of the suicides were completed by enlisted service members less than 30 years old. The most common method of suicide was a firearm, followed by hanging/asphyxiation. (1)

Misconceptions about Military Suicide (1, 3)

Due to stigma of mental health problems, cultural issues, and ways in which the media covers suicide, there are many beliefs among the general population and the military about suicide that are not true. Some are:

• Seeking mental health treatment will negatively impact one’s ability to obtain a security clearance and pursue a chosen career.
  • Fact: Seeking mental health treatment, in and of itself, does not negatively impact one’s ability to obtain/retain a security clearance. In fact, waiting to seek mental health treatment may cause increased work-related problems that could negatively affect one’s career.
• After receiving hospital care for mental health issues, individuals are no longer at risk for suicide.
  • Fact: Suicide risk is significantly higher immediately following hospitalization when individuals are in the process of adjusting to their previous lives and return to settings in which stressors previously occurred.
• Most military firearm deaths are from combat.
  • Fact: Most military firearm deaths are from suicide.
• Suicide risk is not related to how firearms are stored.
  • Fact: Unsafe firearm storage increases suicide risk. Those who lock or unload guns when not in use are much less likely to die from suicide when compared to those who keep them unlocked and/or loaded.
• Most people who have suicidal thoughts die by suicide.
  • Fact: Most people who think about suicide do not act on these thoughts.
• Suicide is never impulsive.
  • Fact: Some individuals ponder suicide for significant periods of time, while others do not. It can take less than 10 minutes between thinking and acting on suicidal thoughts and concomitant use of substances can increase impulsivity.
• Most military suicides are completed by individuals who experience deployment and/or combat.
  • Fact: Most military suicides are completed by individuals who have never been deployed and/or experienced combat.

Suicide Risk Factors (1, 2, 3)

Suicide is rarely caused by a single issue. It is a complex phenomenon, precipitated by a combination of emotional, psychological, physical, and cultural/environmental circumstances. Many military suicide risk factors are similar to those in the general public; but some are unique to military life. Major military suicide risk factors include:

Life circumstances

• Relationship problems
• Financial problems
• Legal issues
• Lack of advancement or having a sense of a loss of honor due to a disciplinary action
• Lack of social support
• Challenges related to post-deployment reintegration
• Multiple redeployments
• Challenges related to retirement and re-engaging in civilian life

Physical/Psychological issues

• History of physical/sexual abuse, violence, or trauma
• Prior suicide attempt and/or family history of suicide
• Prior or current alcohol and substance misuse
• Severe or prolonged combat stress
• Combat-related psychological injury
• Traumatic Brain Injury

Environmental/Cultural issues

• Limited access to mental health care
• Religious beliefs that support suicide as a solution; negative attitudes toward getting help
• Perception of being weak or placing career at risk if mental health support is sought
• Stigma from family, friends, and colleagues

How the Military is Addressing Suicide (5)

Due to concerning levels of suicide in the military population, in March 2022, Secretary of Defense Lloyd J. Austin announced the creation of a Suicide Prevention and Response Independent Review Committee to explore and recommend interventions to address suicide and the mental health of military service and family members. Findings and recommendations will add to the already existing information and initiatives the Department of Defense has previously established across all or specific to military branches.

New Suicide Hotline

The 988 Suicide and Crisis Lifeline launched in July 2022. Congress designated the new 988 dialing code to improve access to crisis services in a way that meets our country’s growing suicide and mental health-related crisis care needs.

988 connects those experiencing mental health, substance use, or suicidal crises with trained crisis counselors through the National Suicide Prevention Lifeline. People can also dial 988 if they are worried about a loved one who may need these types of crises supports. Chat is also available.

Pressing “1” after dialing 988 will connect you directly to the Veterans Crisis Lifeline which serves our nation’s Veterans, service members, National Guard and Reserve members, and those who support them. For texts, continue to text the Veterans Crisis Lifeline short code: 838255.

Learn more about 988 in Magellan’s blog post: https://mfed.info/988.

How Family and Friends Can Help (6)

Family and friends can also help prevent suicide by (6):

• Being aware of risk factors (see above-listed risk factors) and warning signs such as:
  • Statements regarding no reason to live or being a burden to family
  • Buying or storing means to suicide such as weapons or medications
  • Making plans to say goodbye such as updating wills and giving away possessions
• Being supportive and non-judgmental
• Staying involved: just asking “how was your day?” can help one feel supported and connected
• Giving positive affirmations that the loved one is not a burden and is loved
• Knowing how to contact emergency help
  • Call 911, 988, or the Military/Veteran Crisis line at 1-800-273-8255 (press 1)
  • If there is any chance that someone might get injured:

– Remain calm

– Remove yourself or your children from any danger

– If possible, remove items that the person can use in a suicide attempt

For a downloadable version of this article, please visit MFed Inform.

References

1. Department of Defense Under Secretary of Defense for Personnel and Readiness. Annual Suicide Report. Calendar Year 2020. https://www.dspo.mil/Portals/113/Documents/CY20%20Suicide%20Report/CY%202020%20Annual%20Suicide%20Report.pdf?ver=0OwlvDd-PJuA-igow5fBFA%3d%3d
2. Military OneSource. When a Service Member May Be at Risk for Suicide. Sept. 2, 2021. https://www.militaryonesource.mil/health-wellness/mental-health/suicide/when-a-service-member-may-be-at-risk-for-suicide/
3. Association for Behavioral and Cognitive Therapies. (No date) ABCT Fact Sheet. Military Suicide. https://www.abct.org/fact-sheets/military-suicide/
4. Suitt TH. Watson Institute. International & Public Affairs. Brown University. High Suicide Rates among United States Service Members and Veterans of the Post 9/11 Wars. June 21, 2021. https://watson.brown.edu/costsofwar/files/cow/imce/papers/2021/Suitt_Suicides_Costs%20of%20War_June%2021%202021.pdf
5. U.S. Department of Defense. May 17, 2022. DOD Names Lead for Suicide Prevention and Response Independent Review Committee. https://www.defense.gov/News/News-Stories/Article/Article/3034968/dod-names-lead-for-suicide-prevention-and-response-independent-review-committee/
6. Mental Illness Research Education and Clinical Center. Suicide Prevention: A Guide for Military and Veteran Families (no date). (https://www.mirecc.va.gov/visn19/docs/A_Guide_for_Military_Veteran_Families.pdf

Stephanie Bender, DA, MA, LMHC is a Regional Supervisor for Magellan Federal working in the Military and Family Life Counseling Program. Stephanie currently manages school-based MFLCs in Virginia Beach, VA. Stephanie received her undergraduate degree in Family Studies from Messiah University, her Master’s Degree in Counseling from the Seattle School of Theology and Psychology, and her Doctorate in Ecopsychology and Environmental Humanities from Viridis Graduate Institute. She has been independently licensed since 2008 in the state of Washington. Stephanie’s grandfathers were Veterans of the Army, and her father is a retired Lieutenant Colonel in the Air Force. Stephanie’s hobbies include hiking in the mountains, taking walks with her goats, and hosting visitors to her hometown of Olympia, WA.

Article originally published on MFed Inform.

Veterans, as a talent pool, are often overlooked as they transition to civilian employment. Employers may not understand how to translate their experience and skillsets into nonmilitary roles or how to offer support to our veterans as they experience that evolution in their careers.

Magellan Federal has a long legacy of empowering military personnel, their families, and veterans to live healthier, more productive lives. To deliver our important mission, we are privileged to hire talented veterans across multiple disciplines in a variety of roles as part of our team. Tapping into this unique pool of talent has been extremely successful in delivering professional services to the federal government. Our many years of experience attracting and retaining military talent allows us to offer expertise to other organizations looking to hire this mission-critical population.

First, promote a military-friendly culture

To establish your organization as being a good fit for veterans, you will need to first promote a culture of support. This will help veterans understand how they will be supported as an employee at your organization.

Magellan Federal’s support includes on-the-job training programs and managerial training programs for veterans; public workshops; live and on-demand trainings; a dedicated military/veteran group within our Diversity, Equity, and Inclusion program; and military paid leave programs.

Magellan Federal is honored that veterans made up 20% of all new hires in 2021, and that we have been designated a Military Friendly, Top 10 employer for 2022. Tracking and promoting your veteran demographics within your workforce will also help veteran candidates feel more at ease that there is a community within your organization.

Now, hire!

Helpful military veteran recruitment techniques:

• Partner with organizations dedicated to veteran employment, such as Vetjobs, Military Spouse Employment Partnership (MSEP), Veterans ASCEND, MilitaryHire.com, and Hiring Our Heroes to find veterans that will complement and enrich your workforce.
• Have your talent acquisition team participate in trainings and certification on how to uniquely identify talent within the veteran community.
• Participate in recruiting efforts within the military population, including virtual and in person hiring events.
• Consider participating in a Fellowship Program, such as with Hiring Our Heroes. The HOH Fellows Programs are workforce development programs that place highly skilled and educated transitioning service members, veterans, military spouses, and military caregivers with employers committed to hiring them.
• Celebrate the successes of the veterans that you hire within your organization to attract additional talent. As our veteran on the talent acquisition team attests, “I’ve worked at Magellan Federal more than five years and can tell you I’ve absolutely found my new “tribe.” I feel that I’m part of something bigger than myself and that I’m surrounded by dedicated professionals that wake up every day and strive to improve the lives of warriors and their families. In my humble opinion, there is no finer place of employment for veterans, military spouses, or anyone that’s passionate about supporting our nation’s warriors and their families.”
• Commend your dedication to hiring veterans and look to obtain designations that increase visibility as an employer for this special population such as a Military Friendly Employer. Magellan Federal is proud to have this designation and intend to maintain our status and continue to support the military community.

A Call to Action

Commit your organization to supporting a community that has spent years supporting the safety and wellbeing of our nation. Recognize their dedication and sacrifice for our freedom. Challenge yourself to look at their talents, skills, and experiences and how they can enhance your own employee population as a diverse and unique population. How can you help them transition to a civilian workforce? Offer to help them grow their networks—review a resume or introduce them to colleagues. These small steps are the foundations of a successful career.

Article originally published on MFed Inform.

Posttraumatic stress disorder (PTSD) is an increasingly important topic and issue within the U.S. military, across all Services. With thousands of counselors around the globe providing health and wellness care on military installations, Magellan Federal has a wealth of knowledge on PTSD and we would like to raise awareness around the symptoms, causes, and share some of the resources available to those who suffer from it.

Get to Know PTSD

PTSD is a medically diagnosed mental health condition that can develop after experiencing, witnessing, or learning the details of a traumatic event. Common causes include:

• Combat
• Threat of injury or death
• Terrorist attack
• Serious accident
• Sexual assault
• Physical assault
• Natural Disaster
• Childhood sexual or physical abuse

There are four different categories of symptoms that must be present for a diagnosis of PTSD:

1. Intrusions: recurring distressing memories, dreams, or flashbacks
2. Avoidance: staying away from people or places that remind them of the trauma
3. Persistent negative mood or thoughts: inability to experience positive emotions; excessive blame, fear, shame and/or guilt; detachment from others
4. Arousal or reactivity: irritability, hypervigilance, difficulty concentrating, self-destructive behaviors

PTSD became a mental health diagnosis in 1980 with the influence of social movements, such as veteran, feminist, and Holocaust survivor advocacy groups. Research about veterans returning from combat was a critical piece to the creation of the diagnosis. So, the history of what is now known as PTSD often references combat history.[i]

Prevalence in Service Members

According to the Defense Health Agency, between 2016–2020, 93,346 Service members received care for PTSD in the Military Health System and 74,232 of those Service members were diagnosed during or following deployment.[ii]

Available Programs and Resources for Service Members

While individual, trauma-focused psychotherapy is the first line of treatment recommended for PTSD, non-clinical support is also important and available to enable the healing process.

Magellan Federal helps deliver the Defense Health Agency’s Warrior Care Recovery Coordination Program (WC-RCP) to proactively support Recovering Service members (RSMs) who have been wounded, ill, and injured – including those with PTSD – in their recovery and reintegration into military service or transition to civilian life through non-clinical specialized programs and resources that also include support for their families and caregivers. Some of these programs and resources include:

Recovery Coordination Program (RCP): Under this program, available to all branches of service, Recovery Care Coordinators (RCCs) work closely with each Service member to develop a non-medical plan for recovery. Service members who may be suffering from PTSD are eligible to receive the support of an RCC.

RCCs are available at military treatment facilities and installations across the country. You can access assistance through your military services’ wounded, ill, and injured programs including:

• S. Army Recovery Care Program (ARCP)
• S. Navy Wounded Warrior – Safe Harbor (NWW)
• S. Air Force Wounded Warrior Program (AFW2)
• S. Marine Corps Wounded Warrior Regiment (USMC WWR)
• S. Special Operations Command (USSOCOM) Warrior Care Program
• S. Army Reserve Recovery Coordination Program

Military Caregiver Support: Provides resources and information for military caregivers who assist RSMs with activities of daily living. Since 2013, DoD’s support for military caregivers has positively impacted thousands of lives by addressing key issues that affect caregivers in the short and long term. These issues often include mental and physical health, finances, transportation, maintaining a strong family, navigating through legal issues, and housing. In partnership with the National Resource Directory (NRD), the new electronic Caregiver Resource Directory (e-CRD) is also available. The e-CRD is a live document that is searchable, ready to download, and updated weekly to populate the most current vetted caregiver-specific resources available.

Military Adaptive Sports Program (MASP): This program provides opportunities for all RSMs to participate in adaptive sports and reconditioning activities to improve their physical and mental quality of life throughout the continuum of recovery and transition. MASP is designed to enhance recovery by engaging RSMs early in individualized physical and cognitive activities outside of traditional therapy settings. Through MASP, Service members also have access to the Healing Arts, which support both physical and psychological recovery and rehabilitation from visible and invisible wounds of war including PTSD, traumatic brain injury (TBI), and others.

National Resource Directory (NRD): This website provides access to tens of thousands of vetted services and resources at the federal, state, and local levels that support recovery, rehabilitation, and community integration for Service members, wounded warriors, veterans, and their families/caregivers. There are over 300 resources readily available regarding PTSD, such as:

• PTSD Foundation of America
• Brain Injury Network
• National Center for PTSD
• National Veterans Wellness & Healing Center
• And many more…

When to Ask for Help

Remember, PTSD affects people differently and treatment is not one size fits all. If you think you or someone you know is possibly experiencing signs or symptoms of PTSD, no one has to cope alone. Help is out there in an array of forms from a variety of sources to meet anyone’s unique needs, whether it be clinical, non-clinical, or a combination of both.

To learn more about PTSD, visit https://health.mil/Military-Health-Topics/Total-Force-Fitness/Psychological-Fitness/Post-Traumatic-Stress-Disorder or https://www.ptsd.va.gov/index.asp.

To learn more about WC-RCP programs and resources, visit https://warriorcare.dodlive.mil/.

[i] Friedman MJ, MD, PhD. Department of Veterans Affairs. PTSD: National Center for PTSD. History of PTSD in Veterans: Civil War to DSM-5. Available online: https://www.ptsd.va.gov/understand/what/history_ptsd.asp

[ii] Defense Health Agency, Military Health System. PTSD 101 Infographic (May 2021). Available online: https://www.health.mil/-/media/Images/MHS/Infographics/June-Toolkit-2021/PTSD-101-Infographic.ashx

With a rich history of providing service and support to Warriors, Veterans, and their families, Magellan Federal is fortunate to attract and employ talent who have served our country or who have family members who have served. Here’s why Magellan Federal is fully committed to hiring military spouses.

Employment Challenges for Military Spouses

Deployments and relocations often lead to gaps in resumes, leading recruiters to incorrectly conclude that these candidates don’t have what it takes to keep a job. But in the context of military spouses, nothing could be further from the truth. The challenges of military life require an underlying creativity, grit, and a commitment to persevere.

In our experience, resume gaps are sometimes reflections of great self-sacrifice and the application of hidden talents. Military spouses are incredibly resourceful at using their time to their advantage—seizing additional education opportunities and certifications, stepping up for important volunteer opportunities as “unsung heroes,” and continually expanding their professional networks and interests. Many times, these highly desirable talents stay locked within the realm of volunteer organizations as employers make false assumptions about the employability of military spouses and the benefits of hiring them. Smart organizations see the benefit of employing military spouses in flexible roles to ensure they can support their home life while delivering important work.

Employer Benefits—Service and Loyalty

Once an employer has whittled a candidate field down to those with the desired or required skill sets, it is time to look further at the quality of the candidate and potential for retention. Of note, less than 1% of eligible Americans commit to service in the Armed Forces.

It’s no surprise that those who choose to marry service members often share these values and desire to serve. Bringing military spouses onboard at your organization will not only boast diverse skills that complement and improve your capabilities, but these individuals also often have an unmatched dedication to service. Military spouses spend their lives supporting their partner’s career, ensuring their spouse can perform their job with the certainty that all is well on the home front. That level of effort and flexibility to adapt to the ever-changing demands to meet the daily and emergent situations that arise, makes them extremely self-sufficient, alert for challenges, and exceptionally skilled in multi-tasking and dealing with changing priorities. These “soft skills,” coupled with the fact that most are driven to make their own significant contributions make them an invaluable addition to any organization.

To read the full article, visit https://www.magellanfederal.com/whats-new/mfed-inform/

Affirmative Care for Transgender and Gender Nonconforming Persons

There are an estimated 14,700 transgender and an unknown number of non-binary individuals serving in the U.S. military today. Magellan Federal provides non-clinical counseling on military bases around the world. We draw on that experience to provide guidance on how to create a respectful culture in military environments as well as in your community.

Read the full article on MFed Inform

Stacy Drones’, senior director of family programs at Magellan Federal, passion for helping military families comes from her real-life role as a military spouse. Since joining Magellan Federal in 2013, Drones now supervises a large array of military family programs including the Army Family Advocacy Support Services which includes the Domestic Abuse Victim Advocacy Program and New Parent Support Program, Army Exceptional Family Member Program and the Air Force Family Advocacy Program contracts. Drones is currently working on initiating various trainings for employees to better help the military families they serve in their unique situations. Continue reading to learn more about the many projects happening at Magellan Federal during Military Appreciation Month this May:

What can you tell us about Magellan Federal?

Magellan Federal has a strong history of support to the military. A lot of our employees on our contracts are military spouses, former military spouses or veterans who are passionate about the work. Many of our leaders at Magellan Federal have been in some way connected to the military, this is important and shows we have a passion for the work that we do because of our connection with service members and their families. My team has historical knowledge of our programs and we’ve been working with the government clients for a long time and know what they’re looking for and know how to execute the contracts successfully in the programs.

What cool, innovative projects are you currently working on?

The main part of my job involves managing our portfolio of programs that support military families. I personally manage the Family Advocacy Support Services contract for the Army which includes the Army Domestic Abuse Victim Advocacy Program that provides services for victims of domestic abuse. This contract also includes the New Parent Support Program that offers home visits to provide help and educational resources for new parents. This program provides licensed clinical social workers, marriage and family therapists and registered nurses to work with military families with children who are newborn up to age three. They conduct regular home visits to offer education that helps to prevent child abuse. We also have a lactation contract with the U.S. Food and Drug Administration that hosts monthly lunch seminars for mothers who are nursing. In addition, we serve as a subcontractor for a family advocacy program at Food Hood where we provide information on stress management, parenting, couples communication, relationship classes and domestic abuse. I also oversee other contracts assigned to other program managers like the Army Exceptional Family Members Program, that provides help to military families who have dependents with disabilities and connects them with referrals and resources in the community. There’s also the Air Force Advocacy contract that we’re a subcontractor on that provides domestic abuse advocates for members of the Air Force.

On the Family Advocacy side, we do at least two employee professional development trainings a year. Planning those trainings and brining in speakers from all over is our big focus right now. Government employees are welcome to participate as well. We also have a requirement to have all victim advocates credentialed through the National Advocacy Credentialing Program. Although this is a new government requirement, Magellan has had this requirement in place for our Victim Advocates for nine years. We are currently helping our government client roll this training out to the government Victim Advocates.

In the New Parent Support Program, we are currently training our home visitors on how to address sensitive topics with their clients, such as mental health, abuse and race. They’re also trained on how to help parents and caregivers deal with the unexpected, such as deployments, birth plan changes or giving birth to multiples.

What are your thoughts on Magellan’s culture? How has the culture impacted your projects?

I love this company and the leadership; I think they’re very supportive of what we do. I feel that Magellan’s leadership really cares for their employees and cares about what we’re doing and how we’re doing it.

What trends are you noticing in the healthcare industry that are related to the work being done at Magellan Federal? Are there any lessons from other industries that can be applied to the work happening at Magellan Federal?

A big focus of the DoD Family Advocacy Programs currently is working with families of problematic sexual behaviors in children and youth. We have been looking at ways to intervene early and provide help for those children who are presenting those behaviors. We have our home visitors involved with this because they’re the ones working with the families in the home and have built a rapport with them. We’re increasing training for our home visitors to ensure they know the best way to help provide services to those families. The military has partnered with a lot of civilian agencies to provide trainings to help figure out how to address and solve the problem.

Magellan Federal understands that military families may have unique challenges compared to civilian families. That’s why we are doing what we can to develop partnerships with civilian agencies that have the funding to do research and develop correct programs. Initially, the development of the new Federal Program Management Office has been great for developing relationships with organizations. If we continue to do that, it’ll be a great thing.

Learn more about the various solutions provided by Magellan Federal here.

In April, we celebrate the children of active duty service members. Whether you work in a school, child development center, or youth center, there are many engaging activities available to highlight their unique strengths as military kids and celebrate what makes their military families special.

Here are some suggested activities for April’s Month of the Military Child:

• Spirit Week: For one week in April, conduct military-themed activities each day of the week. You can plan a spirit week around Purple Up Day (April 15^th), along with additional military theme days, such as Red, White, and Blue Day, Camouflage Day, Military Hat Day, and Military Show & Tell Day.
• School Morning Announcements: Ask students to participate in morning announcements by reading a military fact or a military trivia question. Provide students the fact or trivia question the day before to allow students to practice at home. To ease students’ nervousness, offer to stay with the student during the announcements as friendly support.
• Arts & Crafts: Engage students in creating posters and drawings about military life or ask them to identify positive traits about military children (e.g., brave). Display artwork on bulletin boards or blank walls. Show students how to create and design paper parachutes, using coffee filters and pipe cleaners. If your site has a calendar of events, ask if you can offer an arts & crafts activity during a special event.
• S. Map Bulletin Board: Find a map of the United States and post it on a bulletin board. Ask students to find where they lived prior to living in their current home. Use different colored push pins or thumbtacks to mark the cities and states. If serving children of multiple ages, select a color to represent each age group/grade level and create a map legend for each color. You can include staff who are service members themselves or are military spouses, on the map as well.
• Military Board Game: Create a board game with questions that highlight various aspects of military life (e.g., deployment, moving). Use popular board games as inspiration for your game’s design (e.g., Candy Land).
• Special Guests: If your site allows outside visitors, invite service member parents to come and eat lunch with their children one day in April. You could also request the installation’s military band or chorus to come and perform for the children.

If you are a part of a military community, you can see what events are planned near you by searching for events with the base Public Affairs office, Military Family Readiness Centers, Department of Defense Dependent School admin offices, and on-base Child Development Centers.

Activities may also be listed at Morale Welfare and Recreation (MWR) Centers at military installations overseas and stateside. The official sites for all these organizations often post calendars of upcoming events and programs.

Whether your organization is military-associated or not, it’s important to honor the sacrifices made by military families worldwide and emphasize the experience of military children serving at home and overseas.

Additional Articles on Supporting Children:

• How can I help my children during COVID-19?
• A pandemic’s impact on children’s mental health
• ADHD: Helping Your Child Get the Most From School
• Bullying: Building a Child’s Self-Esteem

The Problem

Intimate partner violence is a national public health issue, resulting in devastating personal trauma and effects on our country. Intimate partner violence includes physical violence, non-consensual sexual violence (including non-physical sexual events, such as sexting), stalking, and psychological aggression.

According to the CDC, intimate partner violence in the United States is far more common than we would want to believe, impacting approximately 25% of women and 10% of men¹.

This issue is also prevalent in the military. In 2020, there were 12,663 reports of spouse abuse and 2,026 reports of intimate partner abuse in the U.S. military. Among all military incidents, 63% of active-duty abusers were Non-Commissioned Officer Ranks (E4-E6); when accounting for only those incidents involving spouses, the highest rates of active-duty abusers were among junior enlisted ranks (E1-E3)[1].

The physical and emotional suffering of intimate partner violence victims is profound. What is also clear are the consequences for our Armed Forces. When intimate partner violence involves service members or their families — either as victims or offenders — the resulting trauma harms overall unit readiness.

Prevention Strategies

Collectively, Magellan Federal has over 30 years of experience supporting Family Assistance Programs and positions us as experts in the field. We interact with 30,500 service members and families yearly providing vital services to ease the unique stressors of military life that can aggravate or trigger patterns of abusive behavior within the family home.

Recognize the Risk Factors

Drawing upon our wealth of experience, we believe that if warning signs are recognized and addressed early, intimate partner violence instances can be significantly reduced.

The identifiable factors unique to military service that may aggravate intimate partner violence risks include:

• Frequent permanent change of stations (PCS) disrupts access to natural support networks, increasing stress and social isolation. Frequent moves may also limit the ability of non-military spouses or intimate partners to find and maintain employment, increasing financial reliance on the abuser.
• Frequent or unpredictable deployments and a related increase in domestic duties of the partner may contribute to a sense of instability, increasing relationship stress, or conflict[2].
• Stigma of reporting abuse may lead to the belief that there may be a negative impact on the service member’s career. This may hinder the victim from seeking help for fear of retaliation by the service member and/or loss of financial support and benefits.

Suggested Solutions

The Department of Defense (DoD) offers a foundation of programs, tools, and personnel to promote awareness of intimate partner violence. However, they are often hindered by a lack of uniformity across the military Services and participation is often voluntary, rather than mandatory.

We believe the following will enhance outreach to spouses and intimate partners, with particular focus on those who live off installation and/or may not regularly interact with military life resources.

Key activities to better reach spouses and intimate partners on installation include:

• Expanding FAP communications plan to include the installation level. Updating the DoD-level FAP communications plan to include the military Service and installation levels will better enable FAP officials to gauge spouse awareness needs as well as trend responses longer term.
• Leveraging spouse groups. Every installation, regardless of the specific military Service, should have a spouse club that can be leveraged for outreach.

Key activities to better reach spouses and intimate partners off installation include:

Partnering with other government entities in community outreach. Programs and resources like the New Parent Support Program (NPSP), Domestic Abuse Victim Advocacy program (DAVA), Military & Family Life Counseling (MFLC), and Child & Youth Services (CYS) regularly engage in community outreach and training and, therefore, present an opportunity to increase FAP promotion to off-installation spouses and intimate

• More consistent collaboration between installation-level FAP resources and these programs and resources will serve as a force multiplier.
• Partnering with non-governmental entities. More consistent engagement with local chapters of Non-Government Organizations, such as the American Red Cross, and Military Support Organizations already working in the communities around an installation will better capture off-installation spouses and intimate partners.
• Leveraging non-traditional community resources. Some who live and work off installation may be isolated even from community-facing resources like NPSP and MFLC. Reaching these spouses and intimate partners may require a more creative approach encompassing more “touchpoints” in their day such as leaving education materials at a local daycare, food pantry, thrift store, library, junior league chapter, or church.
• Increased tailoring of outreach strategies to specific populations. The spouses or intimate partners of more junior enlisted personnel may not be in a leadership position to distribute information, so they may just be interested in a more informal meeting with a victim advocate or a pamphlet of FAP resources, rather than a formal briefing. Increased flexibility in outreach strategies will ensure more complete utilization of existing prevention resources.

Key Takeaway

Ultimately, effective prevention strategies must ensure outreach and mitigation activities incorporate all categories of risk factors—individual, relational, community, and societal. The methods to battle intimate partner violence must also ensure all at-risk people (perpetrators and victims alike) receive appropriate education and aid.

We believe prevention is the best opportunity for affordable, high-impact solutions to the needs of our military.

[1] Centers for Disease Control and Prevention. (2021, November 2). Preventing intimate partner violence | violence prevention | Injury Center | CDC. Centers for Disease Control and Prevention. Retrieved December 8, 2021, from https://www.cdc.gov/violenceprevention/intimatepartnerviolence/fastfact.html.

[2] Kamarck, Kristy N., Ott, Alan, Sacco, Lisa N. (2019, December 4). Military Families and Intimate Partner Violence: Background and Issues for Congress (Report No. R46097). Congressional Research Service. https://crsreports.congress.gov/product/details?prodcode=R46097